Associate Solicitor, Employment Law Team
Philip joined Machins in August 2021 and is an associate solicitor in the Employment team. He studied law at Coventry University before completing the Legal Practice Course at the University of Law in Birmingham.
Prior to joining Machins, Philip trained with a Bedfordshire firm.
During his time at Machins, Philip has developed broad range of experience. He provides clear, concise and practical advice on a range of contentious and non-contentious employment matters.
Philip likes to work closely and build relationships with his clients so he can better understand their needs and the matters that are important to them whilst aiming for effective solutions that are tailored to individual circumstances.
Philip has acted for employer and employee clients within a range of sectors including but not limited to the aviation, healthcare, logistics and food and beverage sectors.
Explore exciting trainee solicitor opportunities at Machins Solicitors. Join a leading regional firm, gain hands-on experience in diverse legal areas, and contribute to our vibrant community. Apply by 1st March 2026!
Parents, carers and pregnant women now benefit from greater employment protections relating to flexible working and redundancy. The changes, which came into effect on April 6, include: This runs alongside new laws that give workers more flexibility over where and when they work, unless there are business reasons not to, as the Employment Relations (Flexible
Millions of employees now have the right to request flexible working to determine where and when they work. The new rights are part of the Employment Relations (Flexible Working) Bill, which came into effect on 6 April. Flexible working is a broad term and can relate to working hours or pattern including part-time, term-time, flexi-time,
The government has unveiled a series of employment law reforms aimed at boosting the economy and reducing costs for businesses. The measures include changes to the Working Time Regulations 1998, the Transfer of Undertakings (Protection of Employment) Regulations (TUPE), and non-compete clauses. The measures are set out in the policy paper ‘Smarter Regulation to Grow
The law on redundancy can seem complex and demanding to an employer. When making staff redundant, employers need to ensure that they follow a fair process that recognizes an employee’s rights while also seeking to achieve the organization’s goals in making the redundancy in the first place (e.g. saving cost). Throughout the redundancy process, the employer
The Employment Tribunal has ruled that a civil servant who was sacked after she looked up her neighbour’s private data on a government database was not unfairly dismissed. The case involved Louise Kelly, who said her behaviour had been caused by a lack of Hormone Replacement Therapy (HRT). Kelly had worked for the Department of
The employment tribunal decision in Furlong v The Chief Constable of Cheshire Police reminds employers that the ‘tie-breaker’ exemption should not be used as a blanket policy to favour underrepresented groups with shared protected characteristics in a recruitment selection process. Doing so would amount to unlawful discrimination under the Equality Act 2010. In this case, a well-intentioned police